Greg Stoeckel
About Greg Stoeckel
Greg Stoeckel is a Managing Director based in Atlanta, with an MBA from Indiana University Bloomington and a BBA from the University of Michigan. He specializes in non-employee director compensation and has extensive experience in transaction-related compensation planning.
Work at Pearl Meyer & Partners
Greg Stoeckel serves as the Managing Director at Pearl Meyer & Partners. In this role, he focuses on non-employee director compensation and provides insights on compensation trends and best practices. His expertise includes transaction-related compensation planning, particularly in the context of IPOs and acquisitions. Stoeckel is also involved in structuring compensation peer groups, which helps organizations benchmark their compensation strategies against industry standards.
Education and Expertise
Greg Stoeckel holds an MBA from Indiana University Bloomington and a BBA from the University of Michigan. His educational background supports his specialization in executive compensation, particularly in non-employee director compensation. Stoeckel's expertise extends to transaction-related compensation planning, where he offers practical tips for executive compensation decisions and discusses the relationship between compensation and leadership strategy.
Background
Before joining Pearl Meyer & Partners, Greg Stoeckel gained significant experience in the field of compensation consulting. He worked at Ernst & Young as a Senior Manager from 1995 to 2003, where he developed foundational skills in compensation strategy. Following that, he served as a Principal at Mercer Human Resource Consulting from 2003 to 2008, further enhancing his knowledge and expertise in the area of executive compensation.
Achievements
Greg Stoeckel has contributed to the field of executive compensation through his involvement in various initiatives focused on compensation trends and best practices. He has provided insights on structuring compensation peer groups, which aids organizations in aligning their compensation strategies with industry benchmarks. His work emphasizes the importance of effective compensation planning in relation to leadership strategy.